本研究主要探討個案公司之領導者及各階層管理團隊在數位轉型過程中所需具備之數位領導力及管理職能，依研究目的及工作內容，透過文獻整理數位領導力與職能相關研究之理論基礎與實務，在充分瞭解個案公司之經營理念及經營現況後，與主管進行深度訪談。 過程中以「行為事例訪談法」方式，產出領導力及職能構面之行為描述，反應出實際工作狀況。再透過相關職能辭典之資料，建立符合個案公司之領導力及管理職能項目問卷，調查並收集相關領導力及職能之可量化資料，與行為事例訪談相呼應。 最後經由個案公司之高階主管逐一檢視領導力及管理職能之關鍵行為指標，以確定個案公司在面臨數位轉型及外在環境變化下，所需之數位領導力及管理職能構面及模型。 本研究建立個案公司在數位轉型過程中所需具備之高階主管6項領導力及關鍵行為指標，中階、基層主管6項管理職能及關鍵行為指標，最終之建議可提供人力資源部門進行後續「結果作為公司在人力資源決策「甄選與任用、訓練及發展、晉升及考核、接班及儲備、職涯的發展」等人力資源作業運用上的參考及標準。;The subject of this research is about the leaders of the case company, when they need to face to digital transformation，What kinds of the digital leadership and management competency they need. According to the research purpose and work content, through the literature compilation and the theoretical basis and practice of digital leadership and management competency research, after realizing the case company′s business philosophy and current business operation conditions and discussed with the leaders and managers. In the process, the "behavior case interview method" is used to describe the behavior of leadership and competency aspects, reflecting the actual work situation. Then, through the data of the relevant competency dictionary, establish a questionnaire for the leadership and management competency of the case company, investigate and collect quantifiable information on the relevant leadership and competency, and echo the behavior case interviews. Finally, the leaders and managers of the case company examine the key behavioral indicators of leadership and management competencies one by one to determine the digital leadership and management competency aspects and models required by the case company in the face of digital transformation and changes in the external environment. This research establishes 6 leadership and key behavioral indicators for high -level leaders of the case company, and 6 management competencies and key behavioral indicators for middle-level and grass-roots executives that a case company needs in the process of digital transformation. The final recommendations can be provided to the human resources department for follow-up " The results serve as a reference and standard for the company′s human resource operations such as "Selection and Staffing, Training and Development, Promotion and Assessment, Succession Plan, and Career Development" in human resource decision-making.
